[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-nakuru-industries-limited-and-the-tailors-and-textile-workers-union---2012":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":128,"content_type_view":129,"extra_breadcrumbs":130,"body":132,"body_blocks":143,"related_pages":147},920,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_KE","2025-07-28T09:18:30.282135+00:00","2026-04-02T09:37:04.363849+00:00","\u002Fcms\u002Fpages\u002F920\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Kenya","en-ke",{"title":20,"slug":21},"Work in Kenya","work-in-kenya",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T11:18:30.282135+02:00","2026-04-02T11:37:04.515436+02:00",{"cba":32,"clauses":43,"details":126,"translations":127},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"memorandum-of-agreement-between-nakuru-industries-limited-and-the-tailors-and-textile-workers-union---2012","c9b3c8ac-063d-11e6-8c3c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-nakuru-industries-limited-and-the-tailors-and-textile-workers-union---2012\u002Fmemorandum-of-agreement-between-nakuru-industries-limited-and-the-tailors-and-textile-workers-union---2012\u002F","Memorandum of Agreement between Nakuru Industries Limited and the Tailors and Textile Workers Union - 2012","KEN Nakuru Industries Limited - 2012","Kenya - KEN Nakuru Industries Limited - 2012","KEN Nakuru Industries Limited - 2012 - Manufacturing",{"name":41,"data":42},"Nakuru Industries Limited - 2012.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN NAKURU INDUSTRIES LIMITED AND THE TAILORS\nAND TEXTILE WORKERS UNION IN MATTERS OF WAGES AND OTHER TERMS AND CONDITIONS OF\nSERVICE\u003C\u002Fh1>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>Whereas by the terms of the Recognition Agreement made between Nakuru\nIndustries Limited (hereinafter referred to as the Company) and Tailors &\nTextile Workers Union (Hereinafter referred to as the Union) it is agreed that\nthe company recognizes the union as the representative of the unionisable\nemployees who are its members in negotiations affecting all matters covered by\nthe said agreement. It has been agreed that the remuneration terms and working\nconditions of such employees shall be settled by negotiations between the\ncompany and the Union and shall be the subject of this agreement.\u003C\u002Fp>\n\n\u003Ch2>2. DEFINITION\u003C\u002Fh2>\n\n\u003Cp>The following words shall have the meanings mentioned here below:-\u003C\u002Fp>\n\n\u003Cp>i) COMPANY shall mean Nakuru Industries Limited.\u003C\u002Fp>\n\n\u003Cp>ii) UNION shall mean Tailors and Textile Workers Union.\u003C\u002Fp>\n\n\u003Cp>iii) WORKING HOURS - Shall mean during operating periods on official\nduties.\u003C\u002Fp>\n\n\u003Cp>iv) REST DAYS - shall mean an uninterrupted and defined continuous\nperiod.\u003C\u002Fp>\n\n\u003Cp>v) SALARY-Shall mean a basic rate of pay, house allowance and any other\nfixed allowance that may be paid to an employee.\u003C\u002Fp>\n\n\u003Cp>vi) MEDICAL PRACTIONER- Shall mean a person registered under the Medical\nPractioners and Dentists Act Cap 253 Laws of Kenya vii) STAFF\u002FEMPLOYEES - Shall\nmean persons employed by the company. \u003C\u002Fp>\n\n\u003Ch2>3. OVERRIDING EXISTING AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>Except as herein provided, this agreement shall supersede previous Union\nagreements entered in respect of the employees to whom this agreement\ncovers.\u003C\u002Fp>\n\n\u003Ch2>4. EFFECTIVE DATE AND DURATION OF THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement shall come into force with effect from 1st July 2011 and\nshall remain in force for 24 months (two years). During this period, either\nparty may give the other three months written notice expressing its wish to\namend or modify the agreement and by giving\u003C\u002Fp>\n\n\u003Cp>the proposed details. Both parties would then enter into negotiations on the\nproposed terms. Notwithstanding anything to the contrary contained in this\nclause, this agreement shall continue to be in force until another one is\nfinally agreed upon by the two parties. It will therefore not be taken as there\nis a vacuum in case of any delay in concluding the new agreement.\u003C\u002Fp>\n\n\u003Ch2>5. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a. The Employer will provide two rooms for accommodation to all the\nstaff,\u003C\u002Fp>\n\n\u003Cp>b. Any employees who will not be provided with accommodation will be paid a\nhouse allowance of Ksh. 2,000 per month.\u003C\u002Fp>\n\n\u003Cp>c. Any employee desiring to acquire more accommodation than the above\nmentioned shall be at liberty to negotiate with the management.\u003C\u002Fp>\n\n\u003Cp>d. From the time the employee is paid his\u002Fher terminal dues he\u002Fshe will have\ntwo weeks' to surrender the house to the company and vacate the labour camp.\u003C\u002Fp>\n\n\u003Ch2>6. GENERAL WAGE INCREAMENT\u003C\u002Fh2>\n\n\u003Cp>The general wage agreement will be 14% for the two years at 7% per year.\nYear one 1st July 2011 to 30th June 2012 Year two 1st July 2012 to 30th June\n2013\u003C\u002Fp>\n\n\u003Ch2>7. UNION MEMBERSHIP\u003C\u002Fh2>\n\n\u003Cp>i) The Company shall not interfere in any way with the rights of employees\nwho wish to join the Union and those who are union members.\u003C\u002Fp>\n\n\u003Cp>ii) There shall be no discrimination or coercion against any employee who\nmay be participating in recognized Union activities.\u003C\u002Fp>\n\n\u003Cp>iii) The employees must seek permission from the Management if the Union\nactivity is to be carried out during working hours and the union must request\nfor permission at least one week before the date of the activity.\u003C\u002Fp>\n\n\u003Ch2>8. DEDUCTION OF UNION DUES\u003C\u002Fh2>\n\n\u003Cp>The employer agrees to continue with the deduction of union dues of members\nfrom their monthly salary provided the company receives written authority from\nan employee confirming the Union membership. The management shall stop the\ndeductions once an employee notifies the Management and the Union in-writing of\nthe intention to terminate the union membership in accordance with the Labour\nRelations Act 2007.\u003C\u002Fp>\n\n\u003Ch2>9. POINT OF ENTRY\u002FPROBATION PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>On appointment to the employment of the company, the new staff shall serve a\nprobation period of 3 months before the employment can be confirmed. During\nprobation, either party may terminate the contract by giving 15 days’ notice\nor paying 15 days salary in lieu of notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. PROMOTIONS\u003C\u002Fh2>\n\n\u003Cp>i) Promotion will be determined by the Management, all promotions shall be\nbased on merit, professional qualification, performance and experience.\u003C\u002Fp>\n\n\u003Cp>ii) All promotions shall be in writing clearly spelling out the terms of\npromotion.\u003C\u002Fp>\n\n\u003Cp>iii) A person shall serve in an acting capacity for duration of 2 months\nbefore being confirmed to the position.\u003C\u002Fp>\n\n\u003Ch2>11. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Employees shall be required to work a total of 45 hours spread over 6 days\nin a week whether in night shift or day shift.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. OVERTIME\u003C\u002Fh2>\n\n\u003Cp>Overtime shall be extra hours worked in excess of the 45 hours per week.\nEmployees will be paid overtime as below:- On normal working days at the rate\nof 1.5 times the hours worked. On the employees’ rest days and gazetted\npublic holidays at double rate.\u003C\u002Fp>\n\n\u003Ch2>13. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>i) Annual leave shall be 28 working excluding public holidays and Sundays\nfor a period of 12 months continuous service when due,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii) When proceeding on leave the staff will be paid Ksh.2, 000 leave\ntravelling allowance.\u003C\u002Fp>\n\n\u003Cp>iii) Where employment is terminated after the completion of two or more\nmonths, the employee will be entitled to two days leave for every completed\nmonth of service.\u003C\u002Fp>\n\n\u003Cp>iv) Where employment is terminated within the first two months of service\nthe employee shall not be entitled to any leave.\u003C\u002Fp>\n\n\u003Cp>v) When an employee applies for leave and the same is not granted by the\nManagement on account of pressure of work, such employee shall be paid in full\non lieu of leave not granted together with leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. LEAVE FOR TRADE UNION CONFERENCE AND SEMINARS\u003C\u002Fh2>\n\n\u003Cp>i) The company shall give up to a maximum of 5 days per official per year\nbut the leave shall not be taken at the same time. The leave request must be\nsent one week in advance. Emergency meetings will be considered as presented by\nthe Branch secretary.\u003C\u002Fp>\n\n\u003Cp>ii) The leave shall be granted at the management’s discretion for a\nmaximum of three officials.\u003C\u002Fp>\n\n\u003Ch2>15. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>i) An employee desirous of taking leave on compassionate grounds, such an\nemployee shall by prior arrangement with the employer be granted the\ncompassionate up to a maximum of his entitlement as at the time of taking the\nleave. The leave taken shall be subsequently set off against his\u002Fher annual\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>i) A female employee shall be entitled to three months (90) consecutive days\nas maternity leave\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>ii) The female employees will be paid Ksh.1,700 travelling allowance while\nproceeding on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iii) The maternity leave shall not be combined with the annual leave for the\nemployee and should not be taken earlier than a month before the date of\ndelivery and also not less than two weeks to the expected delivery date\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>iv) A male employee shall be entitled to two weeks (14) consecutive days'\npaternity leave with full pay on presentation of a medical report from a doctor\nto confirm delivery of a child and there will be no delay on the same.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>v) The medical report shall be attached on the leave application form in\nsupport of the leave.\u003C\u002Fp>\n\n\u003Cp>vi) The leave shall be granted for a registered wife with the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>17. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>The employees will be entitled to a public holiday as may be gazetted by the\ngovernment. Where there is an urgent work that compels the Employer to instruct\nthe employee to work the employee will be paid the rate of two time's daily\nrate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>If an employee is unable to attend duty due to sickness he\u002Fshe must notify\nthe HOD immediately.\u003C\u002Fp>\n\n\u003Cp>Sick leave will be granted as below:-\u003C\u002Fp>\n\n\u003Cp>i) Employees with twelve months consecutive service shall be entitled 60\ndays with full pay and thereafter sick leave of 50 days with half pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii) If after the expiry of the 110 days leave it is apparent from the\nmedical report that the employee cannot resume work, the employee will be\nretired on medical grounds.\u003C\u002Fp>\n\n\u003Cp>iii) The employee retired on medical grounds will be paid as per clause 34\nof this agreement.\u003C\u002Fp>\n\n\u003Ch2>19. BASIC MINIMUM WAGES\u003C\u002Fh2>\n\n\u003Cp>The Regulation of wages Amendment Orders (General) to apply as provided by\nthe Labour Institutions Act.\u003C\u002Fp>\n\n\u003Ch2>20. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The company will provide a Nurse and where further treatment is required the\nstaff will be referred to any Government Hospital and Transport to the Hospital\nfrom the place of work will be provided by the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21. SAFETY AND HEALTH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>i) The safety and health of the employees shall be subject to the\nOccupational Safety and Health Act.\u003C\u002Fp>\n\n\u003Cp>ii) The company department of Quality, Health, Safety and Environment in\nconsultation with the Safety Committee will determine the appropriate personal\nprotective equipment that will be issued to staff.\u003C\u002Fp>\n\n\u003Cp>iii) No staff will be allowed to work without using the recommended personal\nprotective equipment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. UNIFORMS\u003C\u002Fh2>\n\n\u003Cp>i) Uniforms shall be provided at the company to those staff whose services\nrequire that they put on uniforms.\u003C\u002Fp>\n\n\u003Cp>ii) The uniforms shall always be worn during working hours when the employee\nis on duty.\u003C\u002Fp>\n\n\u003Cp>iii) Uniforms shall remain the property of the company and the old uniforms\nshall be returned at the time of issuing new uniforms.\u003C\u002Fp>\n\n\u003Cp>iv) Loss or willful damage of the uniforms shall be charged to the employee\nfor replacement or repair as the case may be.\u003C\u002Fp>\n\n\u003Cp>v) The employees will be responsible for cleaning their uniforms.\u003C\u002Fp>\n\n\u003Cp>vi) Each employee will be entitled to two uniforms per year.\u003C\u002Fp>\n\n\u003Cp>vii) Each Unionizable employee shall be provided with one bar of soap per\nmonth for washing the Uniforms.\u003C\u002Fp>\n\n\u003Ch2>23. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The allowance shall be paid to drivers and turn boys only. This is not a\nbenefit but a cost to cover for meals and accommodation. The allowance for the\nperiod of this agreement will be as below:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Breakfast\u003C\u002Ftd>\n      \u003Ctd>100\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dinner\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Bed\u003C\u002Ftd>\n      \u003Ctd>450\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>24. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>i)When an employee is required to act in a position of higher category for a\nperiod of 20 days, the employee will be entitled to an acting allowance of the\ndifference between his\u002Fher salary and the salary of the staff he is acting on\nhis\u002Fher place.\u003C\u002Fp>\n\n\u003Cp>ii) An employee who shall be assigned an acting responsibility in a position\nfor a period of two months shall be confirmed to the position.\u003C\u002Fp>\n\n\u003Ch2>25. GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>a) Individual Grievances\u003C\u002Fp>\n\n\u003Cp>Any individual employee of the company who wishes to redress a grievance\nwith which he\u002Fshe is directly and personally concerned, shall first approach\nhis\u002Fher immediate Head of Department for settlement but with a right to appeal\nto the Human Resources Manager if the matter is not sorted out. In case\nsettlement is not reached within fourteen (14) days, he\u002Fshe or the Shop steward\nshall have the right to appeal to the Managing Director as soon as possible and\nwithin fourteen (14) days. If settlement is not reached the Shop steward will\nforward the matter to the Branch Secretary of the Union who will meet the\nManaging Director to solve the issue. Failure to reach an agreement the Branch\nsecretary may refer the matter to the Minister for labour in accordance with\nthe Labour Relations Act.\u003C\u002Fp>\n\n\u003Cp>b) Failure to Reach Agreement\u003C\u002Fp>\n\n\u003Cp>i) In the event of failure to reach a settlement at the Managing Director\nlevel in case of individual dispute either party may refer the dispute to the\nMinister of Labour in accordance with provisions of the Labour Relations Act\n2007.\u003C\u002Fp>\n\n\u003Cp>ii) No Strike, Lockout or other action to stop or hinder the operations of\nthe business of the company on a matter which has been referred to the\nNegotiating committee shall take place until a Deadlock has been recorded in\nthe committee.\u003C\u002Fp>\n\n\u003Ch2>26. WARNING LETTERS\u003C\u002Fh2>\n\n\u003Cp>An employee who commits an offence which in the opinion of the company does\nnot warrant dismissal shall be warned in writing and the following procedure\nshall be followed.\u003C\u002Fp>\n\n\u003Cp>i) The first and second warning will be recorded on the employee’s\nemployment file. Such warnings shall be copied to the shop stewards and the\nBranch Secretary.\u003C\u002Fp>\n\n\u003Cp>ii) If an employee commits a third offence within 292 days, the employee\nshall be issued with a final warning.\u003C\u002Fp>\n\n\u003Cp>iii) If an employee completes 292 days from the date of the first warning\nwithout further offence, the first warning recorded on such employee’s file\nwill be cancelled.\u003C\u002Fp>\n\n\u003Cp>iv) An employee who commits a fourth offence shall be liable to summary\ndismissal.\u003C\u002Fp>\n\n\u003Cp>v) All the warnings will be copied to the Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Ch2>27. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>i) On completion of the probation period termination of employment can be\ndone by either party by giving written notices as below:-\u003C\u002Fp>\n\n\u003Cp>1. Less than five years - one month notice\u003C\u002Fp>\n\n\u003Cp>2. Above five years - three months’ notice.\u003C\u002Fp>\n\n\u003Cp>Failing of which there shall be payment by the party terminating the\ncontract without such notice equivalent salaries in lieu of notice.\u003C\u002Fp>\n\n\u003Ch2>28. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>i) When death of an employee is brought to the notice of the employer, the\nemployer shall provide a suitable coffin and transportation of the deceased to\nthe place of burial within Kenya as will be advised by the next of kin. The\ncompany will also provide Ksh.20,000 to cater for other funeral expenses over\nand above the medical fees.\u003C\u002Fp>\n\n\u003Cp>ii) The make, type and the cost of the coffin and transportation will be at\nthe discretion of the company.\u003C\u002Fp>\n\n\u003Cp>iii) The company shall pay the final dues of the deceased employee to the\ndependants nominated on the personnel file of the deceased.\u003C\u002Fp>\n\n\u003Cp>iv) The Gratuity pay of the deceased employee will be paid to the dependents\nas per the Gratuity clause.\u003C\u002Fp>\n\n\u003Cp>v) Where there is no nominated next of Kin then this shall be paid in\naccordance with the Trust Deed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>29. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>i) Any employee who happens to be suspended from duty for any matter which\nrequires investigation shall be entitled to half salary during the period of\ninvestigation. During this period, the company shall investigate the reasons\nleading to such suspension and appropriate disciplinary action will be taken by\nthe management. The investigations must be completed within 10 days.\u003C\u002Fp>\n\n\u003Cp>ii) If after ten days of the investigation the company fail to establish the\nfault of the employee, but still consider that it is in the best interest of\nthe company that the services of such employee be terminated, such employee\nshall be paid his\u002Fher salary upto and including the date of termination, plus\npay in lieu of notice and in accordance with CBA and the Law.\u003C\u002Fp>\n\n\u003Cp>iii) If at the completion of investigations an employee shall be proven to\nhave been at fault, then such employee shall be dismissed without notice.\u003C\u002Fp>\n\n\u003Ch2>30. DISCIPLINARY MEASURES\u003C\u002Fh2>\n\n\u003Cp>The company may take the following but not limited to disciplinary measures\nfor misconduct by staff.\u003C\u002Fp>\n\n\u003Cp>i) Issue a warning letter\u003C\u002Fp>\n\n\u003Cp>ii) Recover any reasonable money from the salary of the employee in case of\nmisconduct that leads to loss of money or property of the employer.\u003C\u002Fp>\n\n\u003Cp>iii) Demote the employee\u003C\u002Fp>\n\n\u003Cp>iv) Terminate the services\u003C\u002Fp>\n\n\u003Cp>v) Dismiss the employee\u003C\u002Fp>\n\n\u003Ch2>31. SUMMARY DISMISSAL ON GROSS MISCONDUCT\u003C\u002Fh2>\n\n\u003Cp>The decision to dismiss an employee from employment will be made in line\nwith the Employment Act 2007. A dismissed employee will not be entitled to any\nstatutory notice or notice that may be provided in the contract of\nemployment.\u003C\u002Fp>\n\n\u003Cp>The following matters may amount to gross misconduct so as to justify\nsummary dismissal of an employee.\u003C\u002Fp>\n\n\u003Cp>i) Without leave or other lawful cause an employee absents himself from the\nplace appointed for the performance of his\u002Fher duties for 7 days.\u003C\u002Fp>\n\n\u003Cp>ii) By becoming intoxicated during working hours and incapable to perform\nhis work. This shall be certified by a medical practitioner.\u003C\u002Fp>\n\n\u003Cp>iii) Neglecting to perform work assigned to the employee or improperly and\ncarelessly performs the job which he was required to have performed carefully\nand properly.\u003C\u002Fp>\n\n\u003Cp>iv) An employee who uses abusive or insulting language to the employer or to\na person placed in authority over him by the employer.\u003C\u002Fp>\n\n\u003Cp>v) If an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen days either released on bail or in bond\nor otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>vi) An employee who on a reasonable and sufficient ground is suspected of\nhaving committed a criminal offence against or to the substantial detriment of\nhis employer or his employer’s property.\u003C\u002Fp>\n\n\u003Cp>An employee dismissed from employment will be paid a salary and other\nallowances earned up to the date of dismissal.\u003C\u002Fp>\n\n\u003Ch2>32. RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>i) The normal age of retirement from the service of the company shall be on\nthe attainment of 50 years for both men and women. However at 40 years an\nemployee may apply for early retirement.\u003C\u002Fp>\n\n\u003Cp>iii) A retiring employee shall be entitled to a minimum of three months\nnotice before the actual date of retiring by both parties.\u003C\u002Fp>\n\n\u003Cp>i) Where such notice is not given in three months salary shall be paid in\nlieu of the notice stated above.\u003C\u002Fp>\n\n\u003Ch2>33. REDUNDANCY AND SEVERANCE PAY\u003C\u002Fh2>\n\n\u003Cp>This clause applies where staff are declared redundant.\u003C\u002Fp>\n\n\u003Cp>i) In the event of redundancy, the company shall inform the Union and the\nMinistry for Labour of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>ii) The principle of \"FIRST IN, LAST OUT’’ shall be followed in the\nparticular category of employees affected subject to all other factors such as\nskill, relative merit, ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>iii) The redundant employee shall be entitled to three months' notice or pay\nin lieu of such notice as per clause 27 of this agreement\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>iv) Severance pay will be as below:-\u003C\u002Fp>\n\n\u003Cp>a) Less than five years - 25 days for every completed year of service.\u003C\u002Fp>\n\n\u003Cp>b) Above five years - 26 days for every completed year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>34. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>The qualifying period of gratuity shall be:- (in dispute)\u003C\u002Fp>\n\n\u003Cp>(a) Union Position:- From the date of engagement\u003C\u002Fp>\n\n\u003Cp>(b) Management:- From more than one year\u003C\u002Fp>\n\n\u003Cp>(c) Union - lone (1) year from date of engagement.\u003C\u002Fp>\n\n\u003Cp>(d) Employers: changed position - 7 years\u003C\u002Fp>\n\n\u003Cp>i) Up to ten years of completed service -15 days for each completed year -\nagreed\u003C\u002Fp>\n\n\u003Cp>ii) Above ten years -18 days for every completed year. - agreed Gratuity\nshall be paid where an employee:-\u003C\u002Fp>\n\n\u003Cp>a) Resigns after attaining 50 years of age - Agreed\u003C\u002Fp>\n\n\u003Cp>b) If the services are terminated by normal termination by the employer. -\nAgreed\u003C\u002Fp>\n\n\u003Cp>c) Deceased employees and the payment will be made to the next of kin. -\nAgreed \u003C\u002Fp>\n\n\u003Cp>Gratuity shall not be paid where an employee:-\u003C\u002Fp>\n\n\u003Cp>a) Resigns before attaining 50 years of age. - Agreed\u003C\u002Fp>\n\n\u003Cp>b) In case of a gross misconduct as provided in clause 33 of this agreement.\n- Agreed\u003C\u002Fp>\n\n\u003Ch2>35. INJURY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In case of injuries in the course of duty or occupational diseases, the Work\nInjury Benefit Act 2007 will prevail.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>36. SOCIAL WELFARE\u003C\u002Fh2>\n\n\u003Cp>a) Recreational facilities will be provided by the company in agreement with\nthe social welfare committee.\u003C\u002Fp>\n\n\u003Cp>b) Election of welfare Counsels will be done by employees under the\nChairmanship of the shop steward. Company will appoint one person to the\nWelfare Committee.\u003C\u002Fp>\n\n\u003Ch2>37. PAYMENT OF WAGES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Wages and salaries be paid any time between 25th and 2nd of the month during\nworking hours and pays lips will be issued to confirm computation of the\npay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>38. INTERUPTION OF WORK\u003C\u002Fh2>\n\n\u003Cp>Should failure of electricity or any other thing that may interrupt work\noccur, the employer will pay the workers full wages for the hours interrupted,\nhowever with advance notice of interruption of work, the workers will be\nrequired to compensate for the lost hours at a convenient time when called\nupon.\u003C\u002Fp>\n\n\u003Ch2>39. NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>The company will pay night allowance to all employees working between 10pm\nto 6am at the rate of Ksh.15 per night.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>40. NEW EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>a) All the new staff will put on a three months' probation period. During\nthis period they may be terminated by giving 15 days’ notice or paying salary\nin lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>b) They will be entitled to leave at the rate of 2.34 per month on\ncompletion of two consecutive months.\u003C\u002Fp>\n\n\u003Cp>c) The company will not keep an employee continuously on temporary terms\nbeyond the period of 90 days in aggregate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>SCHEDULE 1 A\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>JOB CATEGORY\u003C\u002Ftd>\n      \u003Ctd>BASICMINIMUM\n      \u003C\u002Ftd>\n      \u003Ctd>1st year -7% (1st July 2011)\u003C\u002Ftd>\n      \u003Ctd>2nd year-7% 1 (1st July 2012)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>General labourer messenger\u002Fsweeper sanitary cleaner day watchman\u003C\u002Ftd>\n      \u003Ctd>16,999.00\u003C\u002Ftd>\n      \u003Ctd>7,488.90\u003C\u002Ftd>\n      \u003Ctd>8,013.10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Turn boy\u003C\u002Ftd>\n      \u003Ctd>7,269.00\u003C\u002Ftd>\n      \u003Ctd>7,777.80\u003C\u002Ftd>\n      \u003Ctd>8,322.20 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Night watchman\u003C\u002Ftd>\n      \u003Ctd>7,846.00\u003C\u002Ftd>\n      \u003Ctd>8,395.20\u003C\u002Ftd>\n      \u003Ctd>8,982.90\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Machine attendant and blend maker\u003C\u002Ftd>\n      \u003Ctd>8,001.00\u003C\u002Ftd>\n      \u003Ctd>8,561.10\u003C\u002Ftd>\n      \u003Ctd>9,160.40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Junior clerk\u003C\u002Ftd>\n      \u003Ctd>9,182.00\u003C\u002Ftd>\n      \u003Ctd>9,824.70\u003C\u002Ftd>\n      \u003Ctd>10,512.40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Machine operator and drivers of cars\u002Flight vans\u003C\u002Ftd>\n      \u003Ctd>9,450.00\u003C\u002Ftd>\n      \u003Ctd>10,111.50\u003C\u002Ftd>\n      \u003Ctd>10,819.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>General clerk, store keeper, receptionist, telephone operator and\n        pattern designer\u003C\u002Ftd>\n      \u003Ctd>10,682.00\u003C\u002Ftd>\n      \u003Ctd>11,429.70\u003C\u002Ftd>\n      \u003Ctd>12,229.80\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Driver of medium vehicles\u003C\u002Ftd>\n      \u003Ctd>11,835.00\u003C\u002Ftd>\n      \u003Ctd>12,663.50\u003C\u002Ftd>\n      \u003Ctd>13,549.90\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Senior supervisor\u002Fs mechanic\u003C\u002Ftd>\n      \u003Ctd>13,624.00\u003C\u002Ftd>\n      \u003Ctd>14,217.70\u003C\u002Ftd>\n      \u003Ctd>15,212.90\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 (a)\u003C\u002Ftd>\n      \u003Ctd>Ungraded Artisan\u003C\u002Ftd>\n      \u003Ctd>9,450.00\u003C\u002Ftd>\n      \u003Ctd>10,111.50\u003C\u002Ftd>\n      \u003Ctd>10,819.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>Artisan Grade III\u003C\u002Ftd>\n      \u003Ctd>11,835.00\u003C\u002Ftd>\n      \u003Ctd>12,663.50\u003C\u002Ftd>\n      \u003Ctd>13,549.90\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>Artisan Grade II\u003C\u002Ftd>\n      \u003Ctd>13,264.00\u003C\u002Ftd>\n      \u003Ctd>14,217.70\u003C\u002Ftd>\n      \u003Ctd>15,212.90\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d\u003C\u002Ftd>\n      \u003Ctd>Artisan Grade I\u003C\u002Ftd>\n      \u003Ctd>16,109.00\u003C\u002Ftd>\n      \u003Ctd>17,236.60\u003C\u002Ftd>\n      \u003Ctd>18,443.20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>e\u003C\u002Ftd>\n      \u003Ctd>Craft and Driver of heavy commercial vehicle\u003C\u002Ftd>\n      \u003Ctd>18,624.00\u003C\u002Ftd>\n      \u003Ctd>19,927.70\u003C\u002Ftd>\n      \u003Ctd>21,322.60\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>41. RETIREMENT OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement will retire two years from the date of commencement\nNegotiations for the new CBA to start three months to the expiry of the same\nand to be completed within two months. In case the new CBA is not concluded in\ntime the current CBA will be applicable.\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>Director\u003C\u002Fp>\n\n\u003Cp>Human Resources Partner\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR & ON BEHALF OF TAILORS AND TEXTILE WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>General Secretary (TTWU)\u003C\u002Fp>\n\n\u003Cp>National Tresurer (TTWU)-\u003C\u002Fp>\n\n\u003Cp>Workers Representative\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated this day 12 of APRIL, 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"hourspweek_select":52,"childcare":56,"STRUCINCR_trigger":60,"funeralpay":64,"maternityotherclause":68,"jobclassifaction1":72,"holidaysdays":76,"healthcareaccess":80,"healthandsafetypolicy":84,"paidpaternityleavepay":88,"contracttrial":92,"sicknesspay":96,"dayspweek_select":100,"paidpaternityleave":102,"NOCTPREM_trigger":105,"bankholidays1":109,"sicknessmaxdays":113,"paidmaternityleave":115,"contractseverancepay":117,"PAIDLEAV_trigger":121,"paidpaternityleaveduration":124},{"bindId":45,"name":46,"text":47},"disabilitypay","In case of injuries in the course of dut","In case of injuries in the course of duty or occupational diseases, the Work\nInjury Benefit Act 2007 will prevail.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","i) A female employee shall be entitled t","i) A female employee shall be entitled to three months (90) consecutive days\nas maternity leave",{"bindId":53,"name":54,"text":55},"hourspweek_select","Employees shall be required to work a to","Employees shall be required to work a total of 45 hours spread over 6 days\nin a week whether in night shift or day shift.",{"bindId":57,"name":58,"text":59},"childcare","i) An employee desirous of taking leave ","i) An employee desirous of taking leave on compassionate grounds, such an\nemployee shall by prior arrangement with the employer be granted the\ncompassionate up to a maximum of his entitlement as at the time of taking the\nleave. The leave taken shall be subsequently set off against his\u002Fher annual\nleave.",{"bindId":61,"name":62,"text":63},"STRUCINCR_trigger","Wages and salaries be paid any time betw","Wages and salaries be paid any time between 25th and 2nd of the month during\nworking hours and pays lips will be issued to confirm computation of the\npay.",{"bindId":65,"name":66,"text":67},"funeralpay","i) When death of an employee is brought ","i) When death of an employee is brought to the notice of the employer, the\nemployer shall provide a suitable coffin and transportation of the deceased to\nthe place of burial within Kenya as will be advised by the next of kin. The\ncompany will also provide Ksh.20,000 to cater for other funeral expenses over\nand above the medical fees.\n\nii) The make, type and the cost of the coffin and transportation will be at\nthe discretion of the company.\n\niii) The company shall pay the final dues of the deceased employee to the\ndependants nominated on the personnel file of the deceased.\n\niv) The Gratuity pay of the deceased employee will be paid to the dependents\nas per the Gratuity clause.\n\nv) Where there is no nominated next of Kin then this shall be paid in\naccordance with the Trust Deed.",{"bindId":69,"name":70,"text":71},"maternityotherclause","ii) The female employees will be paid Ks","ii) The female employees will be paid Ksh.1,700 travelling allowance while\nproceeding on maternity leave.",{"bindId":73,"name":74,"text":75},"jobclassifaction1"," JOB CATEGORY BASICMINIMUM 1st year -7% ","\n      JOB CATEGORY\n      BASICMINIMUM\n      \n      1st year -7% (1st July 2011)\n      2nd year-7% 1 (1st July 2012)\n    \n    \n      1\n      General labourer messenger\u002Fsweeper sanitary cleaner day watchman\n      16,999.00\n      7,488.90\n      8,013.10\n    \n    \n      2\n      Turn boy\n      7,269.00\n      7,777.80\n      8,322.20 \n    \n    \n      3\n      Night watchman\n      7,846.00\n      8,395.20\n      8,982.90\n    \n    \n      4\n      Machine attendant and blend maker\n      8,001.00\n      8,561.10\n      9,160.40\n    \n    \n      5\n      Junior clerk\n      9,182.00\n      9,824.70\n      10,512.40\n    \n    \n      6\n      Machine operator and drivers of cars\u002Flight vans\n      9,450.00\n      10,111.50\n      10,819.30\n    \n    \n      7\n      General clerk, store keeper, receptionist, telephone operator and\n        pattern designer\n      10,682.00\n      11,429.70\n      12,229.80\n    \n    \n      8\n      Driver of medium vehicles\n      11,835.00\n      12,663.50\n      13,549.90\n    \n    \n      9\n      Senior supervisor\u002Fs mechanic\n      13,624.00\n      14,217.70\n      15,212.90\n    \n    \n      10 (a)\n      Ungraded Artisan\n      9,450.00\n      10,111.50\n      10,819.30\n    \n    \n      b\n      Artisan Grade III\n      11,835.00\n      12,663.50\n      13,549.90\n    \n    \n      c\n      Artisan Grade II\n      13,264.00\n      14,217.70\n      15,212.90\n    \n    \n      d\n      Artisan Grade I\n      16,109.00\n      17,236.60\n      18,443.20\n    \n    \n      e\n      Craft and Driver of heavy commercial vehicle\n      18,624.00\n      19,927.70\n      21,322.60",{"bindId":77,"name":78,"text":79},"holidaysdays","i) Annual leave shall be 28 working excl","i) Annual leave shall be 28 working excluding public holidays and Sundays\nfor a period of 12 months continuous service when due,",{"bindId":81,"name":82,"text":83},"healthcareaccess","The company will provide a Nurse and whe","The company will provide a Nurse and where further treatment is required the\nstaff will be referred to any Government Hospital and Transport to the Hospital\nfrom the place of work will be provided by the company.",{"bindId":85,"name":86,"text":87},"healthandsafetypolicy","i) The safety and health of the employee","i) The safety and health of the employees shall be subject to the\nOccupational Safety and Health Act.\n\nii) The company department of Quality, Health, Safety and Environment in\nconsultation with the Safety Committee will determine the appropriate personal\nprotective equipment that will be issued to staff.\n\niii) No staff will be allowed to work without using the recommended personal\nprotective equipment.",{"bindId":89,"name":90,"text":91},"paidpaternityleavepay","iv) A male employee shall be entitled to","iv) A male employee shall be entitled to two weeks (14) consecutive days'\npaternity leave with full pay on presentation of a medical report from a doctor\nto confirm delivery of a child and there will be no delay on the same.",{"bindId":93,"name":94,"text":95},"contracttrial","On appointment to the employment of the ","On appointment to the employment of the company, the new staff shall serve a\nprobation period of 3 months before the employment can be confirmed. During\nprobation, either party may terminate the contract by giving 15 days’ notice\nor paying 15 days salary in lieu of notice.",{"bindId":97,"name":98,"text":99},"sicknesspay","If an employee is unable to attend duty ","If an employee is unable to attend duty due to sickness he\u002Fshe must notify\nthe HOD immediately.\n\nSick leave will be granted as below:-\n\ni) Employees with twelve months consecutive service shall be entitled 60\ndays with full pay and thereafter sick leave of 50 days with half pay.",{"bindId":101,"name":54,"text":55},"dayspweek_select",{"bindId":103,"name":90,"text":104},"paidpaternityleave","iv) A male employee shall be entitled to two weeks (14) consecutive days'\npaternity leave with full pay on presentation of a medical report from a doctor\nto confirm delivery of a child and there will be no delay on the same.\n\nv) The medical report shall be attached on the leave application form in\nsupport of the leave.\n\nvi) The leave shall be granted for a registered wife with the employer.",{"bindId":106,"name":107,"text":108},"NOCTPREM_trigger","The company will pay night allowance to ","The company will pay night allowance to all employees working between 10pm\nto 6am at the rate of Ksh.15 per night.",{"bindId":110,"name":111,"text":112},"bankholidays1","The employees will be entitled to a publ","The employees will be entitled to a public holiday as may be gazetted by the\ngovernment. Where there is an urgent work that compels the Employer to instruct\nthe employee to work the employee will be paid the rate of two time's daily\nrate.",{"bindId":114,"name":98,"text":99},"sicknessmaxdays",{"bindId":116,"name":50,"text":51},"paidmaternityleave",{"bindId":118,"name":119,"text":120},"contractseverancepay","iv) Severance pay will be as below:- a) ","iv) Severance pay will be as below:-\n\na) Less than five years - 25 days for every completed year of service.\n\nb) Above five years - 26 days for every completed year.",{"bindId":122,"name":78,"text":123},"PAIDLEAV_trigger","i) Annual leave shall be 28 working excluding public holidays and Sundays\nfor a period of 12 months continuous service when due,\n\nii) When proceeding on leave the staff will be paid Ksh.2, 000 leave\ntravelling allowance.\n\niii) Where employment is terminated after the completion of two or more\nmonths, the employee will be entitled to two days leave for every completed\nmonth of service.\n\niv) Where employment is terminated within the first two months of service\nthe employee shall not be entitled to any leave.\n\nv) When an employee applies for leave and the same is not granted by the\nManagement on account of pressure of work, such employee shall be paid in full\non lieu of leave not granted together with leave travelling allowance.",{"bindId":125,"name":90,"text":91},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Nakuru Industries Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-04-12\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-04-11\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Nakuru Industries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Tailors and Textiles Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 47 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 110 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[131],{"title":37,"slug":33},[133],{"type":134,"data":135},"call_to_action_body_block",{"title":136,"description":137,"variant":138,"link":139},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":136,"url":140,"description":136,"rel":141,"type":142},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[144],{"type":134,"data":145},{"title":136,"description":137,"variant":138,"link":146},{"title":136,"url":140,"description":136,"rel":141,"type":142},[]]